EFFECT OF SUPERVISION AND ORGANIZATIONAL CLIMATE OF TEACHER EFFECTIVENESS IN DISTRICT SMP EAST JAKARTA JAKARTA CITY

EFFECT OF SUPERVISION AND ORGANIZATIONAL CLIMATE OF TEACHER EFFECTIVENESS IN DISTRICT SMP EAST JAKARTAJAKARTA CITYZainir, M.PdAbstract:
The objective of this research is to know the effect of supervision and
organization climate to work effectiveness of teacher at a junior high
scholl in East Bekasi. The Data were collected through participant on using the survey method. Framed population of this research are 200. Based
on Slovin's formula, there are 139 samples roomates are taken by simple
random sampling.The the data of each variable are gotten by instrument
namely questionare. It is processed by the regression and correlation analytical technique to describe the correlation among the variables. The
analysis and interpretation of data indicates that (1) supervision have
positive direct effect to work effectiveness, (2) organization climate
have direct positive effects to work effectiveness, (3) supervision have
positive direct effect to climate organization. On
the basis of this findings can conclude that good supervision and
organization climate were effect to Increased work of teacher
effectiveness.Key words: Supervision, organization climate, work effectivenessINTRODUCTIONIndependence
has been achieved with the sacrifice of body and soul by the heroes of
independence would be meaningless if it is not filled with the
construction, the Indonesian people want independence because this
nation can not stand living under occupation suffered, from the
independence of the Indonesian people aspire society fair
and prosperous, it certainly will not be realized if we do not have the
human resources (HR) and adequate human resources (HR) can only be
achieved through education. Efektifitivitas
work is closely related to work environment, work environment as a neat
organizational structure, working relationships between members of an
organized, comfortable working environment and the fulfillment of
physical and material needs will improve the effectiveness of the work,
either neat organization, working relationships between members of the organized,
comfortable working environment and the fulfillment of physical and
material needs are organizational climate factors, factors other than
the effectiveness of the supervision of the teacher is influenced by
factors, such as schedule regular supervision and supervision materials,
such as supervision Regarding making the annual program and semester
program, the criteria minimum
provisions (KKM) lesson plans, writing about, making analysis, remedial
programs and improvement of teacher performance. The
government has a lot of trying to increase the quality of education
such as the inclusion of 20% of the education budget in the national
budget and curriculum improvement as bebasis Curriculum Competencies and
implementation of national exams all intended to improve the quality of
the business, but it has not shown satisfactory results.Therefore,
teachers need to get serious attention from the principal, so that
teachers can carry out their duties effectively so that it can make a
significant contribution to the output quality education. In the framework of the interests, needs and expectations of teachers need to be accommodated. Teachers
practice classroom learning time and energy is consumed to carry out
tasks in the classroom because the teacher is often left behind with the
development of science, especially science education is always a good
growing material, the method of, media and evaluation techniques, the
teacher needs to get help from various parties, especially those directly related to educational supervision.The
school principal has the responsibility in the smooth administration of
the educational process and school activities, the school principal is
also responsible for overseeing, developing and motivating the work of
teachers and other employees as a form peranya as supervisor. Hence
the principal is obliged to sustainable development with a focused and
systematic program for teachers and education personnel are there at
school. Coaching program educators and personnel supervision kepandidikan known for a series of education in educational administration.Departing
from the above description, the authors were motivated to raise the
issue of supervision and organizational climate influence the
effectiveness of public school teachers in Bekasi. This
study focused on the effectiveness of teachers' work by examining the
factors that influence the effectiveness of the work allegedly carrying
out the main task of teachers in the school. SMP place in the existing research in the area of ​​East Bekasi Bekasi District.

Work EffectivenessSchermerhorn
(2011:14) states the following effectiveness, "the definitions of an
effective manager focuses attentions on two key outcomes, or dependent
variables, that are important inorganizational behavior. The
first task is the performance outcomes, you can think of it as the
quality and kuantity of the workproduced or the service provided by an
individual, team orworkunit, or organization as a whole. The secon outcomes is jobsatisfaction. It indicates how people feel about their work andthework setting ". Definition
of an effective manager focuses attention on two key outcomes, or
dependent variable, which is important in organizational behavior. The
first result is a performance, you can take it as the quality and
quantity of work produced or services provided by the individual unit,
team or work, or the organization as a whole. The second result is the satisfaction, the work shows how people feel satisfied about their jobs and work environment. Richard H. Hall
(2002:258) states, "organizational efektiveness will REMAIN the major
concern for organizational practitionners and analysts. Ignoring the Contradictions will not advance knowledge or practice. Ignoring
the fact that certain factors exist beyond organizational control or
that are only manipulable Potentially will also not Contribute to theory
or practice ". Organizational effectiveness will remain a major concern for practitioners and analyst organization. Ignoring contradictions will not add to the advancement of knowledge or practice. Ignoring
the fact that there are certain factors control excessive or
organizations that could potentially be manipulated not only will
contribute to theory and practice.According
to Ivancevich, Konopaske and Matterson (2008:523) effectiveness,
"effectiveness is in the contex of organization behavior, effectiveness
Refers to the optimal relationship among five components: productivity,
efficiency, satisfaction, Adaptiveness, and development". Effectiveness is part of organizational behavior. Effectiveness
is pleased about the optimal relationship between the five components,
namely: productivitas, efficiency, satisfaction, adaptability (adapt)
and development. Meanwhile, Richard L. Daft
(2010:7) states, "is the degree to efectiveness roomates the
organization Achieves a stated goal, or Succeeds in accomplishing what
it Tries to do". Effectiveness is the degree to which organizations achieve the expected goals, or completing what should be done. According
to Gibson, Ivancevich (2006:14), the concept of effectiveness is the
levels of processes within an organization "The basic level, individual
effectiveness, emphasizes the performance of specific tasks or members
in the organization". The
most basic level is a sensitized individual effectiveness in the
performance of a particular employee or a particular organization. The
second level is the effectiveness of group effekctivinees the amount of
the contributions of all members working together and the third level
is the effectiveness of the organization (organizational
effectivitivenees). Bersarkan
above description can disentesiskan effectiveness of work is success in
completion of the work with indicators; utilization right time, high
working creativity, execution of work according to the rules and
appropriate work standards that have been set.SupervisionCarlene
Cassidy and Robert Kreiter (2010:4) states, "supervisiors essential to
any organization that depens on people to Achieve succes". Supervision
is the part that we can not disconnect from the team management and
process management, in other words all management functions can not be
separated from the activities of supervision. Furthermore
Carlene Cassidy and Robert Kreitner 92010:4) explains, "the supervisor
is any individual having authority, in the interest of the employer, to
hire, transfer, suspend, lay off, recall, promote, discharge, assign,
rewerd, or other disipline employees,
or responsibility to direct them, or to adjust their prievences, or
effectifely to recommend such authority is not of a routine or with the
foregoing the exercise of such authority is not of a routine or clericle
nature, but requires the use of independent judgment ". Supervisors
are some individuals who have the authority, concern for employees,
wages or salary, change, suspend, lay off, recall, raised position,
firing, lifting employees, reward, discipline the employee assessment,
or receive a complaint, or recommending effective activities. By
Thomas J Sergiovanni & Robert J Starrat (2002:5), "formal
principals and other supervisors, therfor, have two board
respossibility: (1) To provide the most effektive they can fer teacher
supervision and (2) To provide the condotions, help and support teachers need to engage in thesupervisory functions for Themselves as part of their daily routine. " Supervisors
and other formal supervisors have two responsibilities are very broad
(1) provide the most effective surveillance system for teachers. (2) provide the conditions, assistance and support to teachers to implement the function as part of their regular duties.While
Peter Burke (2005:20), supervision, "supervision is instructional
leadership perspectives that relates to behavior, clarifies purposes,
contributes to and supports organizational actions, coordinates
interactions, provides for maintenence and improv-men of the
instructional program, and assesses goal achievements. Supervision
is an instructional leadership perapektif related to behavior, explain
the purpose, contribute to and support the actions of the organization,
coordination interactions, provide maintenance and improvement of
learning programs, and to assess the achievement of objectives. Sergiovani
and starratt (2002:6), emphasizes that, "the purpose of supervision is
to help increase of the opportunity and thecapacity of more schools to
Contribute Effectively to students academic success". Supervision
carried out premises and goals to help increase the chances of school
capacity in achieving academic success of students. Supervision
is a process undertaken by the principal who has responsibility for
aspects of school goals to assist them in achieving that goal.Harris
(2011:20) explicitly identifies supervisor in ten types, "developing
curriculum (curriculum elaborated), organizing for instruction
(organizing learning), providing staff (staffing), providing facilities
(facilities), providing materials (supply of materials) ,
arrangging for inservice sducation (providing internal education),
orienting staff members (staff member orientation), Relating pupil
special services (providing special services to students), developing
public relations) to develop public relations), and evaluating
instruction (evaluating learning). Supervision
contains several main activities on efforts to increase the ability,
problem solving assistance services, the provision of facilities which
leads to increased achievement. In
order to improve individual performance (improving individual job
performance), supervision is one of the organization / work group / team
to watch. In
providing assistance, need to provide consultation, discussion and
assist in solving the problem by providing a time as a consultant for
the completion of the problems of conflicts between individuals or
groups, a lightweight personal difficulties, imbalance tasks associated
with job dissatisfaction.Bersarkan
above description can disentesiskan coaching supervision is a series of
activities to improve the execution of tasks that are marked with an
indicator; assess the work, directing repairs, monitor task execution,
providing working facilities, provide guidance and help improve skills.

Organizational climateOrganizational
climate according to Furnham (1997:580), "organizational climate has
been defined as a set of characteristics that describe an organization
and that (a) distinguish it from ather Organizations, (b) are relatively
enduring over time, and (c) influence the behavior of people in the organization ". Organization
climate is a concept used to give an idea of ​​the configuration of the
attitudes and perceptions of organizational members, in combination,
reflect an important part of the context in which they are a part of the
organization for which they work. Lunenburg and Ornstein (1991:74) argues, "organizational climate is the total environmental quality within an organization. Organizational
climate can be Expressed by such adjectives as open, bustling, warm,
easygoing, informal, cold, impersonal, hostile, rigid, and closed. Organizational climate is the total environmental quality within an organization. Organizational
climate can be expressed with adjectives such as an open, lively,
relaxed, informal, cold, impersonal, hostile, rigid and closed. Organizational
climate proposed by Stephen P Robbins and Timothy A Judge (2011:558),
"organizational climate is the shared perceptions of organizational
members have about their organizational and work environment". Shared
perceptions of organizational climate is owned by members of the
organization about the organization and their environment. Understanding
of written rules, customs and bureaucracy in doing work in performing
tasks, work environment and limit the authority of the work is within
the scope of the organizational climate.Based
on the above description may disentesiskan that organizational climate
is the atmosphere that can guide the behavior of its members in the
organization to carry out the activity indicators: responsibility,
organization standards, rewards, support, openness.METHODResearch using a survey method with the approach path analysis techniques. This study was conducted four months of the month in January through April 2012. The experiment was conducted at the Junior High School located in the subdistrict of East Bekasi Bekasi. Affordable this study population of 200 teachers. Sebayak study sample of 139 people.

RESULTS AND DISCUSSIONEffect of Supervision on Work EffectivenessResults
of simple correlation analysis between creativity and productivity
obtained correlation coefficient of 0.635 (R31 = 0.635). The coefficient of determination (R312) is 0.403. Thus
influence the effectiveness of supervision of work is very high and
positive, meaning that the better supervision, the higher the expected
level of teacher effectiveness.Associated
with theories about the influence of the effectiveness of supervision
as stated by Carlene Cassidy and Robert Kreitner (2010:4), "supervision
are essential to any organization that depens on people to Achieve
succes". Supervision
is an important thing for the organization, which is required by the
person or members of the organization to achieve success. By
Richard L Daft relationship between resourse (human resources),
fungtion management (management functions) and performance (results or
achievements).From the above discussion, there is a positive influence on the effectiveness of supervision of the work of teachers. The better supervision given to the teacher, the higher the effectiveness of the work accomplished.Effect of Organizational Climate on Work EffectivenessResults
of simple correlation analysis between achievement motivation and
productivity obtained correlation coefficient of 0.629 (r32 = 0.629). The coefficient of determination (R312) is 0.396. Thus the influence of organizational climate on the effectiveness of work is very high and positive. The better the organizational climate are expected higher the level of teacher effectiveness kerjs.Associated
with theories about the influence of organizational climate on the
effectiveness of the work, as stated by Stephen L McShane and Mary Ann
Von Glinow (2010:9), "studies have found only a modestly relationship
between strength and organizational effectiveness cultur Because three
contingencies need to be Considered :
(1) Whether the cultur contentt is aligned with the enviornment, (2)
Whether the cultur is not to strong that it Becomes cultlike, and (3)
the cultur wheteher incorporates an adaptive culture ". Of
studies found a positive relationship between the strength and
effectiveness of the organization's culture, because there are three
possibilities to consider: (1) whether the value of culture in harmony
with their environment, (2) whether the culture is not strong enough to
be the idol or idols, (3) whether the corporate culture is an adaptive culture or cultures that accommodate all the needs of the employees. Of the three basic statements are no indications that the climate affect the effectiveness of the organization.On the basis of these descriptions, there is a positive effect of organizational climate on work effectiveness. In other words, the better the organizational climate, the higher the effectiveness of the work accomplished.Effect of Supervision on Organizational ClimateResults
of simple correlation analysis between organizational climate
supervision with correlation coefficient of 0.570 (R21 = 0.570). The coefficient of determination (r212) is 0.324. Thus the effect of supervision on organizational climate is very high and positive. The better supervision is expected to better the organizational climate.Associated with the theory of supervision influence the organizational climate as stated by K. According B. Everard,
Geoffrey Morris, Ian Wilson (2004:161), "there have been many studies
of the organizational effectiveness of schools and in major survey of
719 factors were found to be associated with effectiveness. These
have been reduced to eleven salient factors: (1) proffesional
leadership, (2) shared vision and goals, (3) a learning environment, (4)
concentration on learning and teaching, (5) high expectation, (6)
positive reinforcement ,
(7) monitoring progress; (8) pupil rights and responsibilities; (9)
purposeful teaching; (10) a learning organization; (11) home-school
partnership ". There
are many studies on the effectiveness of the school and the
organization of the survey there are 719 factors found to be associated
with effectiveness. Having
reduced found eleven important factors, namely: (1) professional
leadership, (2) inform the vision and objectives, (3) learning
environment, (4) konsntrasi or an emphasis on teaching and learning, (5)
high expectations, (6) positive reinforcement ,
(7) monitoring progress; (8) student rights and responsibilities; (9)
meaningful learning; (10) a learning organization; (11) partnership
between home and school. From the above discussion, there is a positive effect of organizational climate supervision. Means the better supervision given, the better the climate oragnisasinya.

CLOSINGConclusion. Based on the analysis and study of this research can be concluded that:1. Supervision
of a positive direct effect on the effectiveness of junior high school
teachers working in the district of Bekasi Timur, Bekasi. That is, the improvements will increase the effectiveness of supervision of teachers.2. Organizational
climate has a positive effect on the effectiveness of teachers' work
directly Junior High School in the District of Bekasi Timur, Bekasi. That is, the improvement of organizational climate will improve teacher effectiveness.3. Direct
supervision of a positive effect of organizational climate schools in
the District Junior High School East Bekasi Bekasi. That is, peningakatan supervision will improve school organizational climate.Suggestions. From the results of the above conclusions can be suggested as follows:1. Suggestions
for principals: (1) presented in implementing more intensive
supervision programs for teachers, (2) improve the ability of carrying
out supervision especially academic supervision to the teacher, (3)
implementing efforts to improve the effectiveness of work-based
organizational climate and organizational climate improvement melakuakan
seeks not only in
the form of the creation of a sense of family, but also about other
conditions which may encourage the spirit and motivation of teachers.2. Suggestions
for teachers: (1) pay attention to the principal supervision program as
penigkatan media knowledge and work skills, (2) trying menunujukkan
best to achieve improved performance and career development in the work,
(3) receive awards as pep work in performing each task and responsibility.3. Suggestions
for further research: (1) needs to be other factors beyond suprvisi and
organizational climate affect the effectiveness of the work allegedly
eg teacher competence, achievement motivation, work environment, etc.,
(2) is necessary to research and development of techniques and supervision programs that can provide direct benefits to improving performance in school.